How to Set Up Core Values
Learn how to add and manage your organisation's core values so employees can connect feedback with the behaviours and values your organisation wants to encourage.
Understanding Core Values
Core Values allows administrators to define the organisational values that can be used throughout Performance & Growth.
Once configured, your values can be connected to feedback, helping employees and managers recognise not only what someone achieved, but also how their actions demonstrated the behaviours your organisation values.
Viewing your Core Values
Open Settings and select Core Values.
You'll see the values that have already been configured for your organisation.
If you're setting up Performance & Growth for the first time, you may need to add your organisation's values before employees begin using features such as Feedback.
Adding a Core Value
Select Add New Core Value to create a value.
Enter the name of the value exactly as you want employees to see it.
For example, your organisation might use values such as:
- Customer Focus
- Teamwork
- Integrity
- Innovation
- Accountability
Use the terminology already familiar to people in your organisation rather than creating different wording specifically for Performance & Growth.
Using Core Values with Feedback
Once your Core Values have been configured, employees can connect relevant values to feedback they give to other people.
For example, imagine Customer Focus is one of your organisation's Core Values.
An employee might receive recognition for taking additional responsibility to resolve a difficult customer issue. When giving that feedback, the person providing it can connect the feedback to Customer Focus.
This helps reinforce what your organisational values look like in practice.
Rather than Core Values existing only as statements or principles, employees can see examples of those values being demonstrated in their everyday work.
Choosing useful Core Values
You don't need to add a large number of values.
Generally, use the established Core Values your organisation already communicates to employees.
The objective is to make those existing values part of ongoing performance and development conversations.
Keeping the list focused also makes it easier for employees to select the most relevant value when providing feedback.
Removing a Core Value
If a value is no longer required, it can be removed from your Core Values settings.
Before removing a value, consider whether it's still being used as part of your organisation's wider values framework.
If your organisation has changed or refreshed its values, update Performance & Growth so the available values remain consistent with the language employees see elsewhere.
Saving your changes
Once you've added or changed your Core Values, select Save Changes.
The updated values will then be available for use within Performance & Growth.
Keeping Core Values current
Core Values normally don't require frequent administration.
Once your organisation's values have been configured, they can remain in place until your organisational values change.
If your organisation introduces new values or changes the terminology it uses, return to Settings > Core Values and update them accordingly.
By connecting Core Values with ongoing feedback, Performance & Growth helps turn organisational values into something employees can recognise and reinforce through real examples of behaviour.